HR department may not warn of pending layoffs

Apr. 29, 2010 12:00 AM

I work in the human-resources department and know that our department head is working on a companywide list of people who will be laid off or furloughed. I know several people for whom this will be a major hardship. Should I warn them?

Katharine Halpin

The Halpin Companies

While you are obligated to keep this confidential, you can take steps to help minimize the pain, disruption, distraction and high cost of a layoff. Start with sharing your concerns about the impact on employees with HR leadership and management. From this values-based, authentic approach, greater transparency can be built into the decision-making processes. Layoffs are most often a no-win situation, but there are things that can be done to minimize the high costs. With more transparency, the HR team and the front-line leaders will have more context for employees. With greater emphasis on facts and less on emotions, new temporary and permanent solutions may appear. Process improvements will inevitably emerge and likely increase productivity and revenue. Future layoffs could become unnecessary. That's how you create a win for employees and a win for management, shareholders, customers and you.

Kevin Tucker

C-Cubed Career Coaching and Consulting

Because you are working in your human-resources department you are being entrusted with some highly confidential information, not only about fellow employees, but also about the company itself. As you are contemplating this dilemma, I would pose that you ask yourself where your allegiance lies. Legally, if you were to divulge any information, you can fully expect your employment with the company to cease and legal action against you to follow.

As a human-resources professional and career coach, if someone was struggling with this dilemma, I would question if he or she is in the right career. Working in human resources requires dedication, confidentiality and a very high "moral compass" to guide oneself in decisions like this.